Many human resource advocates are facing demands from employees who have moved from large cities, are using remote work and want to be able to adapt their work accordingly, according to the National Association of Human Resource Managers (ANDRH).
Audrey Richard, president of the organization, explained Tuesday that this “new” phenomenon testifies to how to get out of the crisis, the state of social dialogue and action organizations, which was conducted among its 5,200 members from May 11 to June 4. View it via video.
“30% of respondents told us they are facing requests from employees who have moved, sold their homes or are planning to move and would like to know how they will be able to operate, which has not happened before,” says Ms Richard. .
She adds that human rights defenders are “sometimes faced with a fait accompli”, even if many of the staff involved say they can organize themselves and cover transportation and accommodation costs.
“The individual must not take precedence over the collective but must also be taken into account, this is a problem imposed today on human rights defenders,” she adds.
An explosion in company agreements on remote work
According to Ms Richard, “25% of the 96,500 company agreements signed in 2020” relate to remote work, which has become the norm when this has been possible during the health crisis and that many employees want to continue on an average of two to three days. week, according to several surveys.
For some, “it’s the first act of finding a job elsewhere with the risk of becoming precarious employees. But it’s a certain ambition, a very urban phenomenon because the primary motive is relocation,” identifies Benoit Siri, vice president, with AFP.
“There are those who have moved and who want to know how that will be possible; it is a challenge to manage tomorrow because the employee must be able to carry out his mission. If he demands fixed working days remotely in the same way as his colleagues, this is not always possible and will create limitations in the organization. We will have to find The right balance,” he adds.
The social partners, with the exception of the CGT, signed at the end of November a national agreement between professionals regulating remote work, which is neither mandatory nor normative.
Remote work takes hold
While 55% of HR advocates believe the crisis has “led to a change in management culture,” 23% support continuing to work remotely for two days a week from June 9, 21% to three days, and 13% to just one day. . Today, as much as it is 100% for employees to return face to face.
They are 9% who want “free” remote work without specifying ways to work, and as much as they want four days of remote work a week. 3% support 100% of telecommuting.
In terms of employment protection, human rights advocates “recognize that a quick dismissal (of assistance) can have serious consequences”, both socially and economically. 59% of them want a partial continuation of the activity and 52% want to extend the exemption from fees to other sectors.
In terms of social dialogue, 61% of HRDs want a “less sustainable series of reforms”, 43% want to maintain remote meetings, 40% want there to be “less consultations” and 24% “train elected officials” of staff .